In The Video With Doris Kearns Goodwin She Shares What Leade ✓ Solved

In The Video With Doris Kearns Goodwin She Shares What Leaders Can Le

In the video with Doris Kearns Goodwin, she shares what leaders can learn from U.S. presidents. Discuss these lessons as they apply to you. Discuss the merits of performance appraisal. Cite true-to-life examples in which performance reviews helped or hurt job performance. What dos and don'ts can you recommend for evaluating employees?

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Doris Kearns Goodwin's insights into leadership in her discussions about U.S. presidents provide powerful lessons that can be applied in various contexts, including organizational leadership and employee development. Goodwin emphasizes the importance of adaptability, empathy, and effective communication. By examining these attributes through the lens of presidential examples, we can better understand their application in our own leadership practices.

Lessons from U.S. Presidents

Throughout history, presidents like Abraham Lincoln, Franklin D. Roosevelt, and Theodore Roosevelt demonstrated leadership qualities that directly correspond to modern challenges. For instance, Lincoln's decisive response to national crises teaches leaders the value of resilience and the ability to remain composed under pressure. In any organization, situations may arise that test the limits of leadership; how one navigates those challenges defines their effectiveness.

Additionally, empathy is a recurring theme in Goodwin's reflections. Political leaders must often place themselves in the shoes of their constituents. In a corporate environment, leaders should engage with their employees by understanding their perspectives, creating an inclusive atmosphere where everyone feels valued. The ability to listen actively and respond to employee needs enhances morale and productivity.

The Merits of Performance Appraisal

Performance appraisals are critical to effective workforce management. They serve not just as a method for evaluating employee performance but also as a tool for identifying growth opportunities. When done correctly, performance reviews can enhance employee engagement, establish clear expectations, and align individual goals with the organization’s mission.

One of the merits of performance appraisals is the identification of strengths and weaknesses within teams. For instance, an employee who consistently exceeds sales targets may be recognized, while another struggling with deadlines might receive constructive feedback. According to a study by Aguinis (2009), effective performance management systems that include ongoing feedback improve overall performance. In contrast, negative performance reviews can lead to demotivation if poorly executed. This delineation illustrates the value of careful management of appraisal processes.

True-to-Life Examples of Performance Reviews

True-to-life examples abound showcasing how performance reviews can impact job performance. For instance, a famous case involved a leading tech company that implemented a rigorous performance review system aimed at fostering a competitive environment among employees. While high performers thrived, the review process demoralized others, leading to a higher turnover rate among mid-level employees. This demonstrates the potential harm of an overly aggressive appraisal process (Kohn, 1993).

Conversely, there are numerous accounts of how constructive performance reviews can empower employees. A healthcare organization applied a strengths-based approach to appraisals, highlighting individual achievements and aligning them with team goals. Employees reported increased motivation and engagement, which translated into improved patient care and satisfaction scores. This example highlights that when performance reviews focus on recognition and growth, they can yield positive organizational outcomes.

Dos and Don'ts for Evaluating Employees

To optimize the performance appraisal process, several key dos and don'ts should be considered:

• Dos:
  • Provide continuous feedback rather than waiting for annual reviews. Regular communication can clarify expectations and enable timely adjustments.
  • Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals collaboratively with employees which encourages ownership and clarity.
  • Encourage self-assessments, allowing employees to reflect on their performance, fostering dialogue, and enhancing engagement.
• Don'ts:
  • Avoid using vague or non-specific language in reviews, as this can confuse employees and create uncertainty.
  • Do not rely solely on numerical results. While metrics are important, qualitative assessments are essential for a well-rounded evaluation.
  • Never focus solely on negatives; balance criticisms with positive feedback to motivate and retain talent.

Conclusion

The lessons learned from esteemed U.S. presidents, as articulated by Doris Kearns Goodwin, extend beyond the political sphere and into effective leadership principles applicable in various industries. Performance appraisals, when approached with careful consideration and sensitivity to employees' contributions, can foster growth and enhance job performance. By implementing structured feedback systems and adhering to best practices in evaluation, leaders can create an environment that empowers their teams and contributes to organizational success.

References

• Aguinis, H. (2009). Performance Management. Upper Saddle River, NJ: Pearson Prentice Hall.
• Kohn, A. (1993). Why Incentive Plans Cannot Work. Harvard Business Review, 71(5), 54-63.
• Goodwin, D. K. (2018). Leadership in Turbulent Times. New York: Simon & Schuster.
• Cascio, W. F. (2016). Managing Human Resources: Productivity, Quality of Work Life, Profits. New York: McGraw-Hill.
• Whitmore, J. (2002). Coaching for Performance: GROWing Human Potential and Purpose: The Principles and Practice of Coaching and Leadership. London: Nicholas Brealey Publishing.
• Becker, B. E., & Huselid, M. A. (2006). Strategic Human Resources Management: Building Theory, Building Practice. In A. E. Kossek & S. A. Lambert (Eds.), Work and Family: A Research Overview (pp. 53-74). Mahwah, NJ: Erlbaum.
• Schein, E. H. (2010). Organizational Culture and Leadership. San Francisco, CA: Jossey-Bass.
• Bacal, R. (2013). Performance Management: A New Approach for Driving Business Results. New York: McGraw-Hill.
• Peters, T. J., & Waterman, R. H. (1982). In Search of Excellence: Lessons from America's Best-Run Companies. New York: Harper & Row.